1. I expect to work in a place where I can use my skills, initiative, competence and ability on the job and to undergo training and development that will enhance my job performance and be compensated for merit and performance. My current employer has met most of my expectations, they have given me the opportunity to grow within the company as I started as a secretary 4 years ago and I am now a program manager. My company also promotes education with a tuition reimbursement program, which I am taking advantage of as we speak!

2. Employee retention starts with the application process. The applicant's first look at the agency, followed by the employee's initial impressions during orientation, as well as subsequent assignments, performance ratings, awards, promotions and overall working conditions, all influence whether an employee stays or leaves. In order to increase retention of employees at a major department store, I would ensure employees are receiving the appropriate training to support their ongoing development, create open communication between employees and management, offer financial rewards, conduct employee surveys, etc. Just to name a few!

3. Exit interviews provide a chance to get open and honest feedback from employees, which can be very helpful for indentifying ways in which HR management could improve. Departing employees have nothing to lose by being totally honest about their reasons for leaving, their experience with co-workers or their opinions of company policy. The exit interview is the last chance to get employee feedback; therefore I believe it is very valuable.

4. Internal Recruiting:
Advantages: The morale of a promotee is usually high, recruiting costs are lower for some jobs; the process is a motivator for good performances by employees.
Disadvantages: Those persons not promoted may experience morale problems, employees